The widespread use of AI tools, led by ChatGPT, is as worrying as it is fascinating. Its impact on the world of work is already being felt, with some companies using this technology, even if it means sacrificing jobs. HR is no exception, as AI takes on an ever-greater role. So how will artificial intelligence transform the world of human resources?
It’s impossible to miss. In just a few months, ChatGPT has become a must-have. Even the most technology-averse have heard of it. Based on a simple “prompt” (a targeted request set by the user), this tool is capable of writing any type of text.
But AI is much more than just ChatGPT. And while the technology has been in use for several years, it is now becoming indispensable in all professional fields. Of course, human resources is no exception. According to a recent survey, 81% of HR managers have tested artificial intelligence to improve their recruitment processes. Some already use on a daily basis ChatGPT or other AI tools specifically designed for HR. And for many tasks.
Where AI is proving a great success is in writing targeted texts. The key document for HR is the job ad. And nothing could be easier than asking ChatGPT to help you write an job description for a certain type of position, or to suggest improvements to an existing offer. The famous tool can also take on the task of writing other texts, such as job specifications.
Once the job offer have been drafted, AI can provide invaluable assistance in the candidate selection phase. Specially designed tools can read incoming CVs and sort them according to specific criteria. For example, specific experience, training, technical or personal skills, language level, etc. They can also give candidates scores to help select the best profiles.
Help for job interviews
In need of inspiration before a job interview? AI can provide targeted questions based on the position and even the candidate. It can also prepare personalized tests to assess candidates’ skills. It can even perform a complete “reading” of the interview. Tools are available to analyse candidates’ behaviour (body language, stress levels, etc.) during the interview. This can be invaluable when making a choice!
AI can also be used to promote diversity. Tools can be used to anonymize CVs or assess the inclusivity of the language used in a job ad, and make appropriate suggestions. And above all, it doesn’t have the biased view that humans can have.
But AI can be useful beyond recruitment. Onboarding, for example. Based on the company’s internal training materials, AI can create programs tailored to the profile of the newly-hired candidate. This will be invaluable in facilitating the start of the new job.
Annual interview or promotion
Later on, AI can be an invaluable tool in the employee appraisal phase. For example, in preparation for annual appraisals, some AI tools are capable of analysing employees performance based on all the data accumulated over the year (number of sales, conversions, etc.). The AI will then provide suggestions for improving the employees’ efficiency, or propose personalized training for them. It is also capable of identifying employees who deserve to be promoted to a position, based on individual results and skills.
Artificial intelligence for well-being
AI can also be a great help in improving employee well-being, for example by analysing individual satisfaction levels, if provided with the right data. It is also capable of targeting problems, such as absenteeism, with models that will identify the causes, based on the profile of each employee, but also target people at risk of burn-out. This will then enable HR to take the appropriate decisions to avoid or limit this type of problem.
And what about the human element?
AI can do everything a human can do and more! But faster. So what will become of HR professionals? HR consultancy Tomorrow Theory has identified the HR professions most affected, those that will see up to 80% of their tasks replaced by AI over the next few years. Topping the list are HR assistants (95% probability), closely followed by payroll managers, then recruiters. Professions such as HR managers and coaches are less threatened.
So will this necessarily sound the death knell for certain HR professions? There’s no doubt that the daily work of these specialists will change considerably. The relationship with people is likely to take on greater importance, as this is a skill that, fortunately, AI do not master! The analysis of data collected by artificial intelligence is also set to increase, as are the functions that will be more focused on the use of these programs. What’s more, AI is far from infallible! For example, in the recruitment phase, it may leave out atypical profiles, even though they are high quality, or favour profiles that are too similar to each other. Human intervention will always be necessary, and fortunately so!
Recruitment and HR has undergone other changes throughout the years : the generalization of job ad sites, the use of HRIS, sourcing on LinkedIn… AI will be added to the tools that enable more accurate targeting of candidates, and simplify the work of people in this branch. But the experience of recruiters, their knowledge of the market, of a company’s needs, their “instinct” for identifying the most suitable talent… Nothing can replace that!